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Job Satisfaction

Job Satisfaction. What are today’s employees looking for in work? How are employers responding?. Outline. Introduction Background Adaptation Interviews Benefits Conclusion. Background. Employees with high job satisfaction:

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Job Satisfaction

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  1. Job Satisfaction What are today’s employees looking for in work? How are employers responding?

  2. Outline • Introduction • Background • Adaptation • Interviews • Benefits • Conclusion

  3. Background • Employees with high job satisfaction: • Believe that the organization will be satisfying in the long run • Care about the quality of their work • Are more committed to the organization • Have higher retention rates • Are more productive • http://www.employeesatisfactions.com/ • Employees with low job satisfaction can result in: • stress or anxiety • http://socialreport.msd.govt.nz/paid-work/satisfaction-work-life-balance.html

  4. Current Trends • Part-time employees (75 %) are more likely to be satisfied than full-time employees (56 %).

  5. Age and Sex Trends • Ages15-24 & 45-64 are least likely to be satisfied • Females are most likely to be satisfied with their jobs.

  6. Ethnic Trends Personal Income

  7. A 2003 BostonWorks.com poll, showed that 57% are unsatisfied with their employment situation. • http://www.careersystemsintl.com/Word%20Files/The%20Boston%20Globe%20Satisfaction%20Article.doc

  8. Job Dissatisfaction • Power of Adaptation: When faced with a situation where the employee feels no control, people will adapt in ways that give them back control and relieve their dissatisfaction.

  9. Adaptation • Exit: remove yourself from unpleasant work situation • Avoidance: do everything possible to avoid most dissatisfying aspects • Retaliation: trying to even the score • Problem-Solving: create personal challenge • Capitulation: (1) Readjusting Expectations; (2) Perseverance; (3) Disengagement

  10. Factors Affecting Employee Satisfaction • Environmental: • Macroeconomic conditions • Workplace: • Trust in management • Long-term effects to create a satisfying workplace • Individual: • Fix problems by initiating change

  11. Employer Responsibility • As an employer, the most important responsibility is to prevent/eliminate the conditions that lead to dysfunctional adaptive mechanisms • Monitoring employee satisfaction • Monitoring behavior that may represent coping • Encourage more positive forms of coping

  12. Concerns by Age Group • Younger: Money, Schedule, and Boss • Middle Aged: Benefits, Value, Environment, and Challenges • Older: Learning Capabilities, Value, and Success

  13. Employees Concerns • Money and Benefits • Work Environment • Relationship with Boss and Employees • Value • Comfort • Company Product / Service and Values

  14. Managers • As an Employee: • Relationships with Employer and Employees • Positive Environment • Accountability and Empowerment • As an Employer: • Establishing Trust in Management’s: • Leadership • Ability to Perform and Make Decisions • Ability to Listen • Consistency • Honesty

  15. Employers • Money / Benefits • Belief in Company Vision • Environment • Good Leadership

  16. Employee Benefit Statistics (March ’04) • 60% of private establishments offered health insurance and about half of establishments offered retirement plans. • Paid vacations and holidays were available to 77% of employees. • Employee contributions to medical care premiums averaged $264.59 per month for family coverage; and single coverage averaged $67.57 per month. • 21% of employees were in defined benefit plans, and 42% were covered by defined contribution plans. (Some employees participate in both types.) • 51% of workers had access to life insurance, and 48%, participated. • Source: U.S. Department of Labor – Bureau of Labor Statistics

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